According to the Bureau of Labor Statistics,1 unemployment rates nationwide have been hovering at remarkably low levels since January 2022. Low unemployment typically means there is less competition in the job market. However, applicants searching for a job in 2025 are still facing stiff competition for the available jobs. Depending on the industry and qualifications needed, employers may receive dozens, even hundreds of applications for a single position. While the position may be a stretch for some applicants, others are highly-qualified. Just because you fit the job description and have all of the necessary qualifications doesn’t necessarily mean you’ll get an offer.
Companies don’t always hire the best candidate. It is a frustrating fact that many candidates learn during their job search. And there are many reasons why employers choose to hire candidates who don’t quite fit the job description or seem to fall short of expectations. However, understanding what employers are really looking for can take some of the guess work and frustration out of the job hunt.
Let’s examine the reasons why top candidates don’t always come out on top.
The Best is Subjective
If you have ever gone to a restaurant that your friend promised had the best food in town only to be sorely disappointed when your overcooked steak with a side of gummy mashed potatoes arrived, you know that “the best” is entirely subjective. It is often a matter of personal opinion. Even when you clearly define the criteria, different people may perceive them differently.
Determining the best candidate for an open position is never black and white. Most candidates’ skills, abilities, and experience fall on a spectrum from “none” to “more than expected.” If you are on the high end of the spectrum for everything the company wants from their new hire, you might think you’re a shoo in. However, the company may not see you the way you do.
It is common for hiring team members to have different opinions about who is the best candidate and why. Each person involved in the hiring process will evaluate your skills and abilities from a unique perspective. Differing goals and priorities influence their perspective. They may also allow unconscious bias to creep in. You could be the best candidate in one person’s opinion, but still not get the position.
You Are Overqualified
Have you ever read a job listing and thought, “That’s me. I’ve got everything on their list and more.” You’re the perfect fit, right? Not necessarily. Employers are often hesitant to hire an applicant that is overqualified for the position. Doing so involves accepting several risks, which they may not be willing to do.
Overqualified candidates can be a good way to fill a position with someone who can hit the ground running. However, a potential employer may worry about:
- Compensation – Can they offer you what someone with your skills and experience expects now and in the future?
- Career Advancement – Are there opportunities to grow within the organization for you to grow or will your goals and ambitions outpace what they can offer?
- Boredom – Will the job be interesting enough to keep you motivated and engaged or will the monotony become tedious?
- Attrition – Will the company soon incur the cost of recruiting your replacement when you leave for more exciting opportunities, increased pay, or career advancement?
- Team Dynamics – How will hiring someone with more advanced experience affect other team members?
“Having it all” may equate to not being what the company wants for this position.
You Are Not What They Need
Organizations are like complex machinery. If you expect great things to come out, you must feed it what it needs. These needs will change over time and influence hiring decisions. You could be just the innovator and creative problem-solver they are looking for to find new ways to surpass the competition. Or they may see you as an outsider that will rock the boat and slow the project’s momentum.
Learning about the company, the direction they are moving, and what their goals are for the next five or ten years can help you understand the hiring decisions they make. For example, hiring or promoting internally can be a great way to leverage knowledge and skills the company has fostered for years. Hiring externally is an excellent way to bring new perspectives and ideas to the team.
Which one is better? It depends. Both could be the best candidate at different points in the company’s growth. Whether or not they choose to hire you depends on what they need from the individual they are hiring today.
The Best Fit
The best candidate is a bit of a misnomer. In actuality, the candidate a company hires is the one that best fits the company and their vision for the position. It is the individual who they believe can perform admirably—who will learn and grow with the company. A person they believe will do their part to contribute to the success of the company and help the team reach goals and milestones. If you are that person, you might be the candidate with the best fit.
If, despite your qualifications, you don’t get this job or the next one, it may be wise to talk to a professional job recruiter. They can help you fine tune your resume, perfect your interview skills, and connect you with employers that value the unique skills, abilities, and perspective you have to offer.
1https://www.bls.gov/lau/